Civility in the Workplace

As a Human Resource (HR) professional, I really believe in creating a positive environment in the workplace.  This is not original thinking, who does not want a pleasant work environment?  Lately  I have noticed numerous articles regarding  “civility” in the workplace.  The Merriam-Webster Dictionary defines civility as “politeness”, “courtesy” and “good manners”.  There are additional words but I want to focus on these words and how they apply in the workplace.

We all know that the work environment is determined by the organization’s leadership.  As supervisors and managers we can create a positive work environment within our department or work area.  However, what about the overall attitude of the organization?  What do people think, or say, when you ask, “What is it like to work at ABC Company?”

Civility starts and ends with leaders.  Senior leaders must make it clear that improper conduct is unacceptable.  I wish I could claim the following as my original writing, however, it is polite as well as legally required to give credit to the original writer. 

The following principles were written by Stephen Paskoff, President and CEO of ELI, Inc. in Atlanta.   

“Here are six behavioral principles and practices that senior leaders should follow:

1. Guard words and actions at all times.  Whether they are written, e-mailed, texted or verbally communicated, derisive jokes and comments related to race, religion, age, sex or other characteristics don’t belong at any level in government or private sector workplaces.

2. Always address colleagues with civility and respect.  This means senior leaders should not yell, scream, raise voices, or use insulting, demeaning or bullying language or actions.  This conduct may not be illegal but it is disruptive and can lead to ‘discrimination’ claims and present “bad evidence”.

3. Watch the body language.  Tone of voice and body language can also be demeaning or considered bullying and must be avoided.

4. Get involved---and get help.  Top leaders must get involved and speak to colleagues and others when they observe the violation of workplace standards.  By the same token, leaders should get help from EEO professionals and HR leaders.  The goal should be not only to avoid claims, but also to build a truly civil, inclusive and productive workplace when problems arise involving staff interactions and workplace disputes.

5. Welcome concerns.  Leaders must communicate that they want to find out about issues and problems and welcome concerns they receive.  That means encouraging individuals to come forward, listening in a responsive way, and then following up and taking action.  Using this behavioral model, leaders can help surface issues fairly and is vital to building a No FEAR (Act) workplace.

6. Speak up.  Make a commitment to talking about the importance of civility and harassment and discrimination training with colleagues and team members across the organization.

Consistent leadership, actions like these six principles have been shown to reduce claims…and more importantly, help build a civil workplace so vitally needed in today’s challenging times.”

I recommend every leader utilize your Human Resource department.  We do not claim to be perfect, but our profession focuses on “civility in the workplace”.

Contact Pinnacle PEOfor more information on Civility in the Workplace.

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